H-1B Visa HRIS Analyst Jobs
HRIS Analyst roles sit squarely within H-1B visa specialty occupation territory, requiring a bachelor's degree in information systems, HR management, or a related field. Employers filing on your behalf must certify a prevailing wage through DOL before USCIS approves the petition, and the annual H-1B visa cap means timing your job search around the April lottery window matters.
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Get Access To All JobsINTRODUCTION
The Sr. HRIS Analyst is responsible for the administration of our core HR system of record, ExponentHR, as well as system maintenance and support for all HR systems including but not limited to compensation/salary administration, workforce analytics, and time keeping, as appropriate. The primary focus of this role is to partner with HR and internal customers to analyze work process design and flow and continuously improve and leverage the return on technology capabilities. HR analytics will be developed and maintained by this individual. The role is also responsible for managing report configuration and recurring distribution as needed in addition to heavy project management.
Responsibilities
Essential Duties and Responsibilities of the Position
- Acts as system administrator for all HR systems and provide proactive system related solution with a strong focus on continuous improvement.
- Manages system access ensuring appropriate user access and support on system navigation, troubleshooting, reporting and best practices.
- Administers HR system configuration changes and data table updates.
- Ensure accuracy and data integrity of HRIS system through regular reviews and audits.
- Review and evaluate technical and production support issues and prepares recommendations based on an in-depth knowledge of the problem, the system and the advantages and disadvantages of the alternative solutions.
- Develops and manages special projects as identified by the Senior Director of Human Resources such as the implementation of an electronic performance review appraisal process for the PC utilizing the ExponentHR system, development of total compensation statements, etc.
- Stay abreast of HRIS capabilities and key industry trends.
- Implementation and maintenance of Diocesan wide employment poster program.
- Assist with other HR projects as assigned.
Additional Ministerial Responsibilities:
- Collaborates and provides superior services to internal and external customers including Business Managers, Principals/Presidents, and Pastors.
QUALIFICATIONS
Position Requirements
Knowledge, Skills and Abilities:
- Ability to work successfully as a member of a team and independently with moderate supervision.
- Ability to analyze, organize and problem-solve with a high attention to detail while meeting multiple deadlines.
- Self-motivated achiever skilled in identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Strong skill level in the use of HRIS systems and software including Microsoft products Visio, Excel, Access, Word and PowerPoint.
- Ability to create tables, queries, and apply database concepts using desktop database and reporting tools such as MS Access etc.
- Proficient in HR systems purpose, structure, and design.
- Ability to analyze data to identify patterns, variances and trends and effectively interpret what the information means.
- Strong understanding of HR concepts, practices and procedures.
- Ability to maintain strict confidentiality.
- Bilingual (English/Spanish preferred).
- Practicing Catholic in good standing preferred.
Education and Experience:
- Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
- Equivalent combination of education, training, and progressively responsible work experience may be considered in lieu of a degree.
- Senior HR Certification preferred (SPHR, SHRM – SCP).
- PMP Certification preferred.
Minimum Specific Experience Required
- 5 years’ work experience supporting HR Information Systems.
- 5 years hands-on HR experience.
- 5 years’ work experience with project management.
- 5 years working with Relational Databases and report writing.
- 5 years’ experience balancing and analyzing data to identify, investigate, and propose solutions to aligning technology solutions to organizational objectives.
- 5 years working with database reporting systems, word processing and spreadsheet software experience (i.e., Access, Word, Excel) including writing documentation that describes installation and operating procedures.
- 3-5 years working closely with payroll processing strongly preferred.
DO NOT REMOVE This Position Description is not intended to represent an exhaustive list of duties and responsibilities of the position. The duties and responsibilities of the position may be changed at the sole discretion of the Diocese of Dallas Pastoral Center, which reserves the right to modify this Position Description without notice to the employee. This Position Description is not a contract and does not alter the employee’s at-will employment status.
COMPENSATION
- Pay Range: USD $0.00 - USD $0.00 /Yr.
INTRODUCTION
The Sr. HRIS Analyst is responsible for the administration of our core HR system of record, ExponentHR, as well as system maintenance and support for all HR systems including but not limited to compensation/salary administration, workforce analytics, and time keeping, as appropriate. The primary focus of this role is to partner with HR and internal customers to analyze work process design and flow and continuously improve and leverage the return on technology capabilities. HR analytics will be developed and maintained by this individual. The role is also responsible for managing report configuration and recurring distribution as needed in addition to heavy project management.
Responsibilities
Essential Duties and Responsibilities of the Position
- Acts as system administrator for all HR systems and provide proactive system related solution with a strong focus on continuous improvement.
- Manages system access ensuring appropriate user access and support on system navigation, troubleshooting, reporting and best practices.
- Administers HR system configuration changes and data table updates.
- Ensure accuracy and data integrity of HRIS system through regular reviews and audits.
- Review and evaluate technical and production support issues and prepares recommendations based on an in-depth knowledge of the problem, the system and the advantages and disadvantages of the alternative solutions.
- Develops and manages special projects as identified by the Senior Director of Human Resources such as the implementation of an electronic performance review appraisal process for the PC utilizing the ExponentHR system, development of total compensation statements, etc.
- Stay abreast of HRIS capabilities and key industry trends.
- Implementation and maintenance of Diocesan wide employment poster program.
- Assist with other HR projects as assigned.
Additional Ministerial Responsibilities:
- Collaborates and provides superior services to internal and external customers including Business Managers, Principals/Presidents, and Pastors.
QUALIFICATIONS
Position Requirements
Knowledge, Skills and Abilities:
- Ability to work successfully as a member of a team and independently with moderate supervision.
- Ability to analyze, organize and problem-solve with a high attention to detail while meeting multiple deadlines.
- Self-motivated achiever skilled in identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Strong skill level in the use of HRIS systems and software including Microsoft products Visio, Excel, Access, Word and PowerPoint.
- Ability to create tables, queries, and apply database concepts using desktop database and reporting tools such as MS Access etc.
- Proficient in HR systems purpose, structure, and design.
- Ability to analyze data to identify patterns, variances and trends and effectively interpret what the information means.
- Strong understanding of HR concepts, practices and procedures.
- Ability to maintain strict confidentiality.
- Bilingual (English/Spanish preferred).
- Practicing Catholic in good standing preferred.
Education and Experience:
- Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
- Equivalent combination of education, training, and progressively responsible work experience may be considered in lieu of a degree.
- Senior HR Certification preferred (SPHR, SHRM – SCP).
- PMP Certification preferred.
Minimum Specific Experience Required
- 5 years’ work experience supporting HR Information Systems.
- 5 years hands-on HR experience.
- 5 years’ work experience with project management.
- 5 years working with Relational Databases and report writing.
- 5 years’ experience balancing and analyzing data to identify, investigate, and propose solutions to aligning technology solutions to organizational objectives.
- 5 years working with database reporting systems, word processing and spreadsheet software experience (i.e., Access, Word, Excel) including writing documentation that describes installation and operating procedures.
- 3-5 years working closely with payroll processing strongly preferred.
DO NOT REMOVE This Position Description is not intended to represent an exhaustive list of duties and responsibilities of the position. The duties and responsibilities of the position may be changed at the sole discretion of the Diocese of Dallas Pastoral Center, which reserves the right to modify this Position Description without notice to the employee. This Position Description is not a contract and does not alter the employee’s at-will employment status.
COMPENSATION
- Pay Range: USD $0.00 - USD $0.00 /Yr.
See all 135+ H-1B Visa HRIS Analyst Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a HRIS Analyst
Map your degree to SOC codes
USCIS evaluates specialty occupation by matching your degree field to the role's Standard Occupational Classification code. For HRIS Analysts, SOC 15-1211 or 13-1071 are the most defensible fits. Pull the O*NET profile for both and confirm your degree aligns before applying.
Target employers with active LCA filings
Use Migrate Mate to filter HRIS Analyst openings by verified LCA filing history. Employers who have certified Labor Condition Applications for this role before are operationally ready to sponsor you, skipping the internal approval delays that stall offers at unprepared companies.
Verify prevailing wage before negotiating
Run your target role, location, and experience level through the OFLC Wage Search before salary discussions. Your employer must pay at least the DOL prevailing wage, so knowing Levels I through IV upfront prevents offers that can't clear the LCA certification threshold.
Ask about cap-exempt employer eligibility early
Universities, nonprofit research organizations, and government entities are cap-exempt, meaning your petition bypasses the annual H-1B lottery entirely. HRIS roles exist inside these organizations and are valid specialty occupation positions, so qualifying employers can file any time of year.
Request premium processing in writing
Standard USCIS adjudication can run several months, but premium processing guarantees a 15-business-day decision on your I-129 petition. Get your employer's HR team to confirm premium processing in the offer letter before you resign from any current role.
Document system certifications before the petition files
Workday, SAP SuccessFactors, and Oracle HCM certifications strengthen the specialty occupation argument in your H-1B petition. Gather official completion records from the vendor before your employer files, since adding credentials after USCIS issues an RFE is procedurally harder.
H-1B Visa HRIS Analyst: Frequently Asked Questions
Does an HRIS Analyst role qualify as a specialty occupation for H-1B purposes?
Yes, provided the employer can demonstrate the position normally requires at least a bachelor's degree in a specific field such as information systems, computer science, or HR management. Roles that accept any unrelated degree weaken the specialty occupation argument. The O*NET profile for the relevant SOC code is useful evidence when USCIS scrutinizes the filing.
How do I find HRIS Analyst employers who are already set up to sponsor H-1B visas?
Search on Migrate Mate, which surfaces HRIS Analyst openings filtered by verified DOL Labor Condition Application filing history. Employers who have certified LCAs for this role in recent years have already navigated the prevailing wage process and have HR or legal infrastructure in place, which significantly reduces the risk of an offer falling through during the sponsorship stage.
What happens to my H-1B status if my employer changes HRIS platforms mid-project?
Your H-1B status is tied to your employer and job duties, not the specific software in use. A platform migration doesn't require a new petition as long as your core role, salary, and location remain within the scope of your approved I-129. If your duties shift materially or you move to a new work location, your employer may need to file an amended petition with USCIS.
Can I switch HRIS Analyst jobs while my H-1B is pending or already approved?
If you have an approved H-1B and your new employer files an H-1B transfer petition, you can begin work at the new company as soon as the transfer petition is received by USCIS, under portability rules, without waiting for approval. The receiving employer must file before your current authorized period ends, and the roles should be in the same or similar occupational classification.
Does remote work affect H-1B compliance for an HRIS Analyst position?
Yes. Your employer must file a new or amended LCA reflecting each work location where you spend a significant amount of time, including your home address if you work remotely. DOL requires a notice be posted at each certified worksite. Employers who don't update the LCA for remote arrangements risk compliance violations during a DOL audit, which can affect your status.